Learning & Development Specialist

Main Role:This role will be responsible for over-all company’s training activities soft skills, hard skills, development training and training projects. You will play important part collecting data from companies’ operation needed, customer required, law required, employees’ capabilities (through PE) and other sources, demand from departments to come up with training plan and execution. In additional, you will support HRM in over-all HR compliance aspects to align with local law, ILO & social compliance standards regarding to HR.

Job details:​

Training & development

1. Training Needs Analysis:

• Collaborate with department heads and managers to identify training needs and performance gaps within the organization.
• Conduct thorough assessments to determine the most appropriate training solutions for different teams and roles.

2. Curriculum Design and Development:

• Design and develop comprehensive training curricula, courses, workshops, and materials aligned with organizational goals and learning objectives.
• Incorporate various instructional methodologies, such as e-learning, instructor-led training, simulations, and on-the-job training.

3. Content Creation:

• Create engaging and interactive training content, including presentations, videos, e-learning modules, job aids, and assessments.
• Utilize various tools and technologies to enhance the effectiveness of learning materials.

4. Training Delivery:

• Facilitate training sessions for employees, utilizing effective presentation and communication skills to ensure understanding and engagement.
• Adapt training methods to accommodate different learning styles and preferences.

5. Evaluation/ Feedback and ROI:

• Monitor and assess the effectiveness of training programs through: Pre & post training assessments, performance improvement, skill applicant, feedback & surveys, managers feedback, peer reviews, on-the-job observations ad retention and turnover rates.
• Return on Investment (ROI): Calculate the ROI by comparing the cost of the training program to the tangible benefits it brings, such as increased revenue, cost savings, or improved efficiency. This approach can help quantify the financial impact of training.
• Continuously improve training materials and methods based on feedback and results.

6.Learning Management System (LMS) & Reporting:

• Manage and update the organizations learning management system, ensuring that training materials are accessible and up-to-date.
• Build and maintain LMS dashboard
• Stay current with industry trends, best practices, and emerging technologies in learning and development.

7. Collaboration:

• Collaborate with subject matter experts, instructional designers, and stakeholders to create impactful learning experiences.
• Partner with HRBP specialist, ER specialist, and department managers to align training initiatives with strategic goals.

Sucession plan & PE training

1. Identify Succession Needs:

• Collaborate with senior management to identify critical roles that require succession planning.
• Determine the skills, competencies, and attributes needed for these roles.

2. Assess Potential Successors:

• Work with HRBP speacialist and managers to identify potential successors within the organization.
• Assess their current skills, strengths, development areas, and readiness for leadership roles.

3. Define Training Objectives:

• Clearly outline the training goals and objectives for potential successors. These might include leadership skills, strategic thinking, decision-making, and communication skills.

4. Design Training Curriculum:

• Develop a comprehensive curriculum that covers the identified skill areas.
• Include a mix of formal training, workshops, experiential learning, and mentoring.

5. Select Training Methods:

• Determine the most appropriate training methods for each skill area. This might include workshops, e-learning modules, on-the-job training, coaching, and shadowing.

6. Develop Training Content:

• Create or source training materials, resources, and content for each training method.
• Ensure the content is engaging, interactive, and tailored to the needs of potential successors.

7. Establish a Training Schedule:

• Plan the timing and sequence of training activities over a specific timeframe.
• Consider the balance between ongoing development and the demands of the successors current roles.

8. Assign Trainers and Coaches:

• Identify trainers, coaches, and mentors who can deliver the training and provide guidance to potential successors.
• These individuals should have experience in leadership roles and a willingness to share their insights.

9. Implement Training:

• Deliver the training sessions according to the established schedule.
• Provide opportunities for hands-on practice, group discussions, case studies, and role-playing.

10. Monitor Progress:

• Regularly track and assess the progress of potential successors.
• Gather feedback from trainers, mentors, and participants to evaluate the effectiveness of the training.

11. Provide Feedback and Adjustments:

• Offer constructive feedback to potential successors on their development areas and growth.
• Use this feedback to make necessary adjustments to the training plan and curriculum.

12. Review and Refine:

• Periodically review the effectiveness of the succession plan training plan.
• Make refinements based on the evolving needs of the organization and changing leadership requirements.

13. Evaluate Readiness:

• Use assessments, simulations, or performance evaluations to gauge the readiness of potential successors for higher-level roles.

14. Transition to Leadership Roles:

• As potential successors demonstrate readiness, facilitate their transition into leadership positions.
• Provide ongoing support, mentorship, and coaching as they navigate their new roles.